scholarly journals Investigating the antecedents of innovative behaviors in the hotel industry of Turkey

2021 ◽  
Vol 17 (4) ◽  
pp. 45-56
Author(s):  
Sima Rahimizhian ◽  
◽  
Foad Irani ◽  
Keyword(s):  
Structural Equation ◽  
Safety Climate ◽  
Organizational Factors ◽  
Organizational Outcomes ◽  
Future Research ◽  
Proactive Behavior ◽  
Full Time ◽  
Innovative Behavior ◽  
Managerial Implications ◽  
Innovative Behaviors

The growing focus on the benefits of innovative approaches to gain competitive advantages has inspired studies on the emergence of leadership styles that encourage employees to engage in innovative behaviors. This study examines the relationships between constructive leadership and employees' innovative behavior through the safety climate and employees' proactive behavior within the hospitality context. This paper considers constructive leaders as optimistic managers who regulate desired organizational outcomes with a genuine focus on the highest gains of employees and the organization. The person-environment fit (P–E fit) theory evaluated prominent organizational factors driving employees' innovative behavior. Two hundred seventy-two valid surveys were obtained among full-time employees of green hotels operating in Turkey. The proposed mediation model was analyzed using partial least squares structural equation modelling. According to the results, full-time employees of green Turkish hotels demonstrated improved, innovative behaviors at work, while a safe climate was paired with proactive behavior under constructive leadership supervision. The theoretical and managerial implications of findings, as well as recommendations for future research, are addressed.

scholarly journals Team Dynamics, Leadership, and Employee Proactivity of Vietnamese Firms

2019 ◽  
Vol 5 (1) ◽  
pp. 16 ◽  
Author(s):  
Tan Huynh ◽  
Minh Duong ◽  
Thuy Phan ◽  
Tu Do ◽  
Truc Do ◽  
...  
Keyword(s):  
Social Exchange ◽  
Leadership Style ◽  
Social Exchange Theory ◽  
Future Research ◽  
Proactive Behavior ◽  
Full Time ◽  
Managerial Implications ◽  
Taking Charge ◽  
Future Research Directions

Integrating the relational approach and social exchange theory, the authors conceptualize the quality of leader‒member and team member exchanges as mediators for understanding the role of transformational leadership in employee proactive behaviors (e.g., voice, taking charge, and innovative behaviors). The results based on data collected from 352 full-time employees working in pharmaceutical companies in Vietnam largely support the proposed theoretical framework and shed light on the mechanism through which leadership style influences employee proactivity in a manufacturing context. Using the results, the authors discuss research limitation and, managerial implications, and suggest future research directions for the relationship between leadership style and employee proactive behavior.

The effect of presenteeism among Bangladeshi employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Amlan Haque
Keyword(s):  
Structural Equation ◽  
Cognitive Theory ◽  
Turnover Intentions ◽  
Future Research ◽  
Unique Contribution ◽  
Full Time ◽  
Step Method ◽  
Content Type ◽  
Study Results ◽  
Managerial Implications

PurposePresenteeism refers to attending work while ill and not being able to work to full capacity. Applying the social cognitive theory (SCT), this paper examines the relationships among presenteeism, job satisfaction (JS), and employee turnover intentions (ETIs), and the mediational influence of JS on the relationship between presenteeism and ETIs.Design/methodology/approachA web-based survey, including a pilot test, was administered to collect data targeting a sample of 200 full-time Bangladeshi employees. With a two-step method of the structural equation modelling technique, this paper examines four hypotheses among the variables of presenteeism, JS and ETIs.FindingsSignificant negative relationships were identified between presenteeism and JS, as well as between JS and ETIs. Further investigations showed a significant positive relationship between presenteeism and ETIs. Notably, presenteeism on ETIs was found to be fully mediated by JS.Practical implicationsThe study results suggest that presenteeism can be detrimental to both JS and ETIs among Bangladeshi employees; however, a reduction in rates of presenteeism can be achieved if employees' JS is valued and increased. Both the theoretical and managerial implications, including future research opportunities, are discussed.Originality/valueFollowing the SCT, this paper extends the knowledge of presenteeism in a non-Western context. It is also a first reported empirical study among Bangladeshi employees demonstrating the influence of presenteeism and its detrimental effects on employees' motivational behaviour. This study makes a unique contribution to the presenteeism literature by examining JS and ETIs from the perspective of SCT.

scholarly journals ‘Perceptions of Performance Appraisal Quality’ and Employee Innovative Behavior: Do Psychological Empowerment and ‘Perceptions of HRM System Strength’ Matter?

2018 ◽  
Vol 8 (12) ◽  
pp. 114 ◽  
Author(s):  
Aamer Waheed ◽  
Qaisar Abbas ◽  
Omer Malik
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Structural Equation ◽  
Psychological Empowerment ◽  
Equation Modeling ◽  
Future Research ◽  
Innovative Behavior ◽  
Term Survival ◽  
Innovative Behaviors

Organizations need to be innovative for their long-term survival and this can be achieved when their employees demonstrate innovative behaviors at the workplace. Innovative behavior has thus received considerable attention from researchers, particularly on exploring the factors which foster employee innovative behaviors. Based on human resource system strength theory, the objective of this study is twofold. First, it examines the direct and indirect relationship between perceptions of performance appraisal quality (PPAQ) and innovative behavior mediated through psychological empowerment. Second, it examines the moderating effect of perceptions of HRM system strength in the hypothesized links. A total of 360 faculty members participated in the study from twelve public sector higher education institutes in Islamabad, Pakistan. Partial least squares structural equation modeling (PLS-SEM) is used for statistical analysis of the quantitative data collected through self-administered questionnaire. Results demonstrated that PPAQ is positively related with innovative behavior. The findings also support the mediating role of psychological empowerment and the moderating role of perceptions of human resource management (HRM) system strength. We contribute to the literature by demonstrating that HRM content and process are two complementary facets of an HRM system in bringing out positive work behaviors. A number of practical implications and directions for future research are outlined.

scholarly journals Meaningful Work, Job Resources, and Employee Engagement

2021 ◽  
Vol 13 (7) ◽  
pp. 4045
Author(s):  
Simon L. Albrecht ◽  
Camille R. Green ◽  
Andrew Marty
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Meaningful Work ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Psychological State ◽  
Future Research ◽  
Theoretical Frameworks ◽  
Positive Direct ◽  
The Relationship

Meaningful work and employee engagement have been the subject of increasing interest in organizational research and practice over recent years. Both constructs have been shown to influence important organizational outcomes, such as job satisfaction, wellbeing, and performance. Only a limited amount of empirical research has focused on understanding the relationship within existing theoretical frameworks. For this study, meaningful work is proposed as a critical psychological state within the job demands-resources (JD-R) model that can therefore, in part, explain the relationship between job resources and employee engagement. Survey data collected from 1415 employees working in a range of organizations, across a number of industries, were analyzed with confirmatory factor analysis (CFA) and structural equation modelling (SEM). In support of expectations, job variety, development opportunities, and autonomy, each had a significant and positive direct association with meaningful work. These job resources also had a significant and positive indirect effect on employee engagement via meaningful work. Although job variety, development opportunities, autonomy, and feedback had significant positive direct associations with engagement, contrary to expectations, supervisor support had a negative association with engagement. The final model explained a sizable proportion of variance in both meaningful work (49%) and employee engagement (65%). Relative weights analyses showed that job variety was the strongest job resource predictor of meaningful work, and that meaningful work was more strongly associated with employee engagement than the job resources. Overall, the results show that meaningful work plays an important role in enhancing employee engagement and that providing employees with skill and task variety is important to achieving that goal. Practical implications, study limitations, and future research opportunities are discussed.

scholarly journals How Leaders’ Positive Feedback Influences Employees’ Innovative Behavior: The Mediating Role of Voice Behavior and Job Autonomy

2021 ◽  
Vol 13 (4) ◽  
pp. 1901 ◽  
Author(s):  
Wang Ro Lee ◽  
Suk Bong Choi ◽  
Seung-Wan Kang
Keyword(s):  
Positive Feedback ◽  
Structural Equation ◽  
Organizational Innovation ◽  
Equation Model ◽  
Service Industries ◽  
Mediating Effect ◽  
Job Autonomy ◽  
Innovative Behavior ◽  
Voice Behavior ◽  
Innovative Behaviors

This study investigated the effects of a leader’s feedback behavior on the followers’ innovative behaviors, and the mediating effects of voice behavior and job autonomy in the above relationship. To test the analytical model with the hypotheses, survey data were collected from 527 Korean employees working in 35 companies from manufacturing, distribution, and service industries. A structural equation model analysis was performed to test the hypotheses. The results of our empirical analysis are as follows. First, it was found that positive feedback from the leader positively influenced the followers’ voice behaviors, job autonomies, and innovative behaviors. Second, voice behavior and job autonomy were confirmed to have a positive mediating effect between the leader’s feedback and the innovative behavior of the followers. These findings imply that a leader’s feedback behavior contributes toward enhancing the followers’ innovative behaviors in the process of organizational innovation. We suggest that organizations and managers pay attention to the benefits of feedback activities and facilitate key mechanisms that connect them to employee innovation behavior, effectively.

Fit Perception and Engagement: The Mediating Role of Work Meaningfulness

2021 ◽  
pp. 097226292199986
Author(s):  
Robinson James
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Strong Predictor ◽  
Organizational Outcomes ◽  
Research Strategy ◽  
Partial Least Square ◽  
Least Square ◽  
Future Research ◽  
Work Meaningfulness

Research on engagement has gained considerable attention in recent years as it is a strong predictor of a range of positive individual and organizational outcomes. There is a question of why the level of the engagement is different from employee to employee in an organization, though they are provided with the same resources. This study aims to investigate the influence of fit perception on engagement and the role of the employee’s psychological condition (work meaningfulness) on this relationship. This study mainly employed a survey research strategy, and data were primarily garnered from a questionnaire. This study was conducted among 145 respondents from the public sector organizations in Sri Lanka. Partial least-square structural equation modelling was employed to analyse the generated data. In this study, the researcher has conceptualized fit perception as a higher order construct comprising Person Job fit and Person Organization fit. The study revealed that fit perception positively influences employee engagement, and this relationship is mediated by work meaningfulness. This study contributes to the literature by deepening the understanding of the fit perception and engagement relationship by introducing work meaningfulness as a mediator variable. By highlighting how engagement is influenced by fit perception and work meaningfulness, this study facilitates practitioners to build and maintain an engaged workforce. Further contributions of this study, the avenue for future research, and study limitations are presented in detail at the end of this article.

scholarly journals The role of emotions on consumers' satisfaction within the fitness context

2015 ◽  
Vol 21 (2) ◽  
pp. 116-124 ◽  
Author(s):  
Vera Pedragosa ◽  
Rui Biscaia ◽  
Abel Correia
Keyword(s):  
Structural Equation ◽  
Positive Emotions ◽  
Negative Emotion ◽  
Initial Step ◽  
Equation Model ◽  
Future Research ◽  
Staff Members ◽  
Managerial Implications ◽  
Free Thought ◽  
Post Purchase

Previous studies have suggested that consumption-related emotions are important to understand post-purchase reactions. This study examines the relationship between fitness consumers' emotions and overall satisfaction. After an initial step of free-thought listing and content validity, followed by a pre-test, a survey was conducted among consumers of five different fitness centers (n=786). The questionnaire included measures to assess positive and negative emotions, as well as overall satisfaction with the fitness center. The results gathered through a structural equation model provide evidence that negative emotion experienced by consumers impacts negatively overall satisfaction, while positive emotion have a positive effect on overall satisfaction. These findings suggest managerial implications, such as the need to collect consumers' perceptions of both tangible and intangible aspects of the services, listen costumers' opinions in a regular basis, and provide regular training to staff members, in order to identify the triggers of positive emotions and contribute to increased levels of overall satisfaction. Guidelines for future research within the fitness context are also suggested.

Consumer Confusion in Mobile Application Buying

2014 ◽  
Vol 10 (4) ◽  
pp. 52-70 ◽  
Author(s):  
Tathagata Ghosh ◽  
Venu Gopal Rao
Keyword(s):  
Consumer Behavior ◽  
Structural Equation ◽  
Need For Cognition ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Future Research ◽  
Consumer Confusion ◽  
Managerial Implications ◽  
Research Findings

This study aims to examine effects of consumer confusion proneness on two consumer behavior variables, word of mouth and buying decision, in a confusion prone product market like smartphone and mobile applications (app). Additionally, the study examines the moderating influence of a personality trait variable pertinent to information processing – need for cognition, on the afore-mentioned relationships. Data were collected via a survey from 254 post-graduate students and analyzed with the help of structural equation modeling with a partial least square (PLS) approach using SmartPLS 2.0. Research findings indicate that the dimensions of consumer confusion proneness behave differently in terms of their linkages with consumer behavior. Further, as expected, consumers' need for cognition also play a major moderating role which helps to fathom the concept of consume confusion in the context of mobile and smartphone applications. Academic and managerial implications as well as scope for future research are also discussed.

Estimating Store Brand Shelf Space: A New Framework Using Neural Networks and Partial Least Squares

2009 ◽  
Vol 51 (2) ◽  
pp. 1-19 ◽  
Author(s):  
Monica Gomez ◽  
Shintaro Okazaki
Keyword(s):  
Least Squares ◽  
Partial Least Squares ◽  
Structural Equation ◽  
Statistical Treatment ◽  
Principal Component ◽  
Future Research ◽  
Store Brand ◽  
Shelf Space ◽  
Managerial Implications ◽  
Space Data

Despite abundant research that examines the effects of store brands on retail decision making, little attention has been paid to the predictive model of store brand shelf space. This paper intends to fill this research gap by proposing and testing a theoretical model of store brand shelf space. From the literature review, 11 independent variables were identified (i.e. store format, reputation, brand assortment, depth of assortment, in-store promotions, leading national brands’ rivalry, retailers’ rivalry, manufacturers’ concentration, store brand market share, advertising, and innovation) and analysed as potential predictors of the dependent variable (i.e. store brand shelf space). Data were collected for 29 product categories in 55 retail stores. In designing the statistical treatment, a three-phase procedure was adopted: (1) interdependence analysis via principal component analysis; (2) dependence analysis via neural network simulation; and (3) structural equation modelling via partial least squares. The findings corroborate our proposed model, in that all hypothesised relationships and directions are supported. On this basis, we draw theoretical as well as managerial implications. In closing, we acknowledge the limitations of this study and suggest future research directions.

scholarly journals Understanding Workplace Interpersonal Mistreatment in the NZ Military: Structure, Antecedents and Consquences

2021 ◽  
Author(s):  
◽  
Kimberley Eve Ballantyne
Keyword(s):  
Structural Equation ◽  
Safety Climate ◽  
Complex Structure ◽  
Health And Safety ◽  
Future Research ◽  
Plausible Model ◽  
Two Samples ◽  
Climate And Health ◽  
Antecedents And Consequences ◽  
Military Structure

<p>This thesis describes the development and testing of a theoretically plausible model of antecedents and consequences of workplace interpersonal mistreatment using archival data (n = 10697) of civilian and military employees. The sample was split into calibration and validation samples. Principle component and confirmatory factor analysis revealed a complex structure for the workplace interpersonal mistreatment construct across three types of behaviour, and across observed and experienced mistreatment. Furthermore, a total of 17 robust factors were identified in the survey, of which a subset of eight factors was used for developing the model of antecedents and consequences of WIM. The model was tested and refined using regression and structural equation modelling in two samples and validated in a third sample. Individual (seniority), workplace (directive leadership, equity and diversity climate, and health and safety climate) and organisational features (aligned-cohesive culture, service culture) all predict mistreatment. Outcomes of mistreatment include stress, organisational commitment, job satisfaction and leaving intentions. The model showed good fit in the validation sample and is therefore likely to generalise to the population. Implications for organisations and recommendations for future research are discussed.</p>

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